0 Comments Click here to read/write comments
Topics: Discipline, Good to Great, Strategic Discipline, Culture of Discipline, Mastering the Rockefeller Habits, Four Decisions
In Bringing out the Best In People, Aubrey Daniels points out that the greatest issue with managers is not that they don’t understand the need for reinforcement and recognition, they simply don’t understand the amount of reinforcement required to create peak performance and a high performance organization.
3 Comments Click here to read/write comments
Topics: Employee Recognition, employee performance, Aubrey Daniels, positive reinforcement
Not so long ago there was an emphasis on leadership to, “manage by wandering around.” Tom Peters In Search of Excellence brought this principal into focus, although its origins supposedly stem back to executives at Hewlett Packard.
2 Comments Click here to read/write comments
Topics: employee performance, Aubrey Daniels, positive reinforcement, Discretionary Effort
3 Comments Click here to read/write comments
Topics: Bringing Out the Best In People, employee performance, Aubrey Daniels, positive reinforcement
Each of us is different. We are not all motivated by the same thing. It’s a lesson that Aubrey Daniels consistently reinforces in Bringing Out the Best in People. It’s the reason managing people is so challenging. It requires thoughtful observation, persistent communication and enduring energy to discover and maintain relationships that support and encourage your people to be their best each day.
0 Comments Click here to read/write comments
Topics: Bringing Out the Best In People, employee performance, positive reinforcement, human behavior
The behavior of people is the only way anything is accomplished in business. Organizational accomplishment is dependent on behavior. Improvements in quality, increases in productivity, or creativity are the result of asking people to change.
0 Comments Click here to read/write comments
Topics: Bringing Out the Best In People, Employee Recognition, employee performance, positive reinforcement
During my daily meditations I imagine myself healthy. My blood clot is gone, my occasional dizzy spells a distant memory, my appetite is good, I taste and enjoy food as much as I once did. (Just not as much of it!) I imagine myself exercising, enjoying walks with my wife, eating at restaurants and socializing with the people I love and care about.
10 Comments Click here to read/write comments
0 Comments Click here to read/write comments
Topics: employee engagement, Grow: How Ideals Power Growth and Profit at the Wo, Brand Ideal, Stengel 50, Strategic Statement of Values
Organizational direction in your company can come in several forms. I’m going to divide them into the emotional and objective since they serve two different but critical purposes. On the emotional side we look at what might be labeled as “Strategic Statement of Values.” On the opposite side, the objective is the Strategic Objective Statement which produces the Strategy Statement we’ve discussed in previous blogs.
0 Comments Click here to read/write comments
Topics: employee engagement, strategy, Business Culture, Q12, Employee Survey
At a recent client monthly meeting we discussed their new employee orientation (onboarding) process and how someone is always included to mentor the new person. The mentoring program isn’t structured. Its primary intent is to provide an opportunity for feedback and concerns that they might not feel they can address with their supervisor. The CEO played a video on why mentoring is important this company. Immediately he observed there were additional opportunities mentoring offers to grow their business.
0 Comments Click here to read/write comments
Topics: employee engagement, Leadership Training, Leadership DNA, Connecting, Cost of Mis-hire
.jpeg?width=150&height=135&name=Hand%20with%20marker%20writing%20the%20question%20Whats%20Next_%20(1).jpeg "Schedule a meeting")
